When we look at the changes in human resources(HR) managementat the government level, we can find that the HR management hasbeen shifted from seniority-focused approach to capacity-focusedapproach. Main point here is increasing the core people's number andenhancing their capacity in order to realize the future vision. weconducted our studies based on the questions, such as what kind ofcapacity is required to maximize performance of the organization atthe government and to respond to the future vision andenvironmental changes? And, how much do the government memberssecure the capacity that is required for them? Is there any differencebetween the male and female workers? Scope of this study includes middle-ranking managers in the centraladministration and local government, except for the high-rankingmanagers and the study focuses on the individual capacity, not thegroup capacity. Also our study does not confine only to onedepartment but covers general public servants at managerial level inthe central administration and local government. The method tochoose capacity group(grouping) and capacity index was redefined byexpert groups based on the existing study results. We conductedsurvey on 1,000 people and carried out group-focused interviews.Briefings of our study are as follows; women think the individualcapacity index more importantly than men, but think that theircapacity was lower than that of men. In contrast, men do not highlyrecognize the importance of the most capacity indexes as much aswomen do, but more highly evaluate their own capacity thanwomen's.When we take a look at the meaningful capacity indexes at thestatistics, we can find out the following factors. First, both genders,categorized as common capacity group, have different recognition onthe importance of capacity indexes, such as customer-focused index,and commitment to organization. And when it comes to capacity indexof duty performance, the female managers think their capacity islower than that of men in terms of making strategic work plan,coming up with idea. Also, when it comes to leadership capacityindex, there are differences between genders in terms of recognizingimportance and evaluating their own capacity in settingtarget/direction, coordination/integration capacity, conflict management capacity. Second, when it comes to leadership capacity index, female publicservants think male public servants' leadership capacity is higher thantheirs. Also, male public servants think their leadership capacity excelswomen's. This result can be interpreted that they have beenaccustomed to the male-oriented operation in organizations.Third, female public servants think positively about the effectivenessof education and training but say that opportunity to participate inthe training is not enough.Fourth, males think more positively than female about whether theorganization culture is proper to exert one's capacity.According to the study results, the followings things are needed tohelp both genders show their capacity equally; supporting bothgenders to strike a balance between work and family, improvingmale-focused organization culture, and providing education/training.At the same time, the following policy measures are needed; at theindividual level, these measures are needed, such as customizedtraining program to enhance capacity, assigning public servants tovarious positions. When it comes to the organization-based policymeasures, such things are needed as vitalizing communication amonggenders, expanding opportunities to exchange different organizationculture, creating incentive system to improve organization culture. Atthe social and cultural level, such measures should be followed assupporting child care facilities in various forms, activating flexibleworking style, promoting family-friendly social and culturalatmosphere.